GUIDE TO TIMELY AND

EFFICIENT GOAL SETTING

Appropriate goal-setting is crucial to the success of your program and its participants. You’re more likely
to get the results you want if you know how to set achievable and relevant goals. Let’s take a look at some
of the most important factors in successful goal-setting:

REALISTIC EXPECTATIONS
It’s wonderful to aim high and have big dreams, but design your mentoring goals to be realistic and
achievable. Mentors should encourage mentees to set smaller, time-bound goals as they progress,
eventually leading to big results. Remove unhealthy comparisons from the picture with reminders
that the mentor spent years of effort and training to reach his or her level. Set expectations
realistically based upon existing skills and abilities. Break down goals into incremental steps,
providing the opportunity for many mini-successes along the way. Celebrate small victories to help
keep the end goal in sight (and provide a nice self-esteem boost!).

SPECIFIC TARGETS
It’s challenging to measure completion of a goal unless the specifics are laid out from the very
beginning. Avoid agreeing upon goals that are too vague such as, “I hope to become a respected
leader in the field” and consider goals that are specific and measurable, such as completing a
specific assessment or certification within an agreed-upon time frame.

RELEVANT FOCUS
Are your goals relevant to the relationship? If the mentee expresses goals outside the realm of what
the mentor can assist with, then leave these goals outside the relationship. Focus instead on goals
where the mentor can be of strong, related assistance. It’s okay to lay ideas out like cards on a table,
and pick and choose the ones that make the most sense for the partnership.

STRETCH DIFFICULTY
Though it’s not a bad idea to set some goals that are somewhat easily attainable for the mentee to
get their feet wet, remember that the purpose of the mentorship is to expand skills and abilities and
to challenge the mentee. Work together to set goals that require legitimate effort and help train the
mentee for future, similar situations.

CLEAR TIMELINES
 GUIDE TO TIMELY AND EFFICIENT GOAL-
SETTING
Be disciplined in setting a clear timetable for each step of the process. Outline specific steps, and
decide on deadlines for those steps. Targeting a completion date helps in planning and in answering
to the mentor. Consider the duration of the mentorship in planning timelines. If the mentee
expresses many goals which could span years, the mentor may not be able to see these goals
through completion.

ORGANIZATIONAL ALIGNMENT
Lastly, see that both the organization and the mentee’s goals and interests are met. The
organization might have very specific hopes for each mentee within the program and levels of
competency that they hope each mentee will eventually reach. However, it’s important to also focus
on the mentee’s personal goals so the mentee doesn’t lose steam in their endeavors and feel as
though their personal aspirations are irrelevant. Seek to define goals that satisfy both the overall
well-being of the organization as a whole as well as the self-improvement goals of the individual.

FEEDBACK OPPORTUNITIES
Appropriate goal setting should include plenty of opportunity for feedback and evaluation along the
way. Simply setting a goal and saying, “Get to it!” will not take a mentee very far in the long run.
Checking in along the way to give advice and encouragement, or to even re-evaluate, will make all
the difference in the mentee’s efforts and attitude. Schedule planned checkpoints.

IMPORTANT DISCUSSIONS TO HAVE PRIOR TO SETTING GOALS

Setting the right goals begins with asking the right questions. Mentors should ask open-ended
questions to uncover how the mentee’s interests can align with the objectives of the organization
and how the mentor can best assist. Here are some important topics to cover:

 Career Aspirations—consider both the mentee’s short-term goals within the organization, as
well as their long-term personal career aspirations. If there is a lack of alignment between
short- and long-term focus, consider setting goals to help bridge the gap.

 Strengths—some of the most fulfilling and effective areas of growth can involve building on
existing strengths. Studies show that employees who can leverage their natural strengths
and interests in the workplace are more engaged, productive, and happy at work. An
effective goal might be to increase the amount of time the mentee spends playing to their
strengths in the workplace.

 Gaps and Opportunities—even the most veteran employees have areas where they can
improve their skill set. Discuss where the mentee has been experiencing challenges, and
structure goals around improving skill sets to overcome them.

 Prioritization—it is more effective to focus on a few key areas than to juggle too many goals
at once. Use the ideas from the previous discussion topics to identify goals that a) make
sense for the mentor’s skill-set, and b) will benefit the mentee and organization most in the
short to mid-term.

EXAMPLES
 GUIDE TO TIMELY AND EFFICIENT GOAL-
SETTING
Below are some specific examples for corporate and academic settings:

Corporate Goals
 GOAL: Expand my professional network and polish my presence in that network

TASKS:

o Update my LinkedIn Profile

o (Mentor) Review and approve LinkedIn Profile

o Join Professional Network X

o Contribute to a conversation thread in Professional Network X

o Attend XYZ Networking Event and exchange business cards with 3 people

o Invite director-level leader to coffee/lunch

 GOAL: Develop my skill set in leadership and communication

TASKS:

o Read the book “Leading Change”

o Take charge of weekly team update email communications

o Lead a team meeting

o Analyze and discuss a communications challenge you had in the last month

o Join Public Speaking group XYZ

Academic Goals
 GOAL: Submit Graduate School Application
TASKS:

o Draft essay

o (Mentor) review and suggest edits to essay

o Attend Graduate School meet-and-greet

o Set appointment with Graduate School Admissions Counselor

o Attend appointment and gather requirements for strong application

o Make a contact at Graduate School

o Complete application

o Get letter of recommendation from Professor Smith

o (Mentor) Review final application and approve

 GOAL: Land an Internship

 GUIDE TO TIMELY AND EFFICIENT GOAL-
SETTING
TASKS:

o Identify 4 potential internships (attend job fairs, browse internship listings, network,
etc)

o Update resume

o Mentor to review and approve resume

o Identify 3 professional references and confirm that they are willing to be a reference

o Self-assess your application and interview skills for areas of strength and
opportunities

o Run mock interview with your mentor

o Aim to get 2 interviews